3.1 Recruiting and Selecting Tutors

When tutors are aligned with program goals, implementation of high-impact tutoring tends to be stronger with improved student outcomes. Building intentional, equity-driven recruitment and selection strategies can help attract goal-aligned tutors and strengthen tutor effectiveness and retention. Section 3.1 focuses on identifying tutor types, designing equitable recruitment strategies, and creating competency-based selection processes.

Before You Begin
Tutor Type, Key Responsibilities, and Expectations
Key RecommendationsCorresponding Resources
  • Identify potential tutor sources that align with program needs, such as paraprofessionals, career-switchers, retired teachers, college students, and paid volunteers. In-service educators can be utilized after school or during summer.

Reading: Provider Guidance for Determining Tutor Type

Reading: Paraprofessionals as High-Impact Tutors

Research One-Pager: Implementing High-Impact Tutoring Using Paraprofessionals

  • Decide on required qualifications, including any specific degrees, content knowledge, and previous experience, to align with program objectives and district preferences.

Website: What Makes a Successful Tutor?

Website: 8 Key Characteristics of a Great Tutor

Website: 10 Teaching Skills You Learn from Tutoring

  • Develop a tutor job description that clearly defines attributes. Include tutor responsibilities (e.g., maintain safety, build relationships), knowledge (e.g., content knowledge, language proficiency), skills (e.g., strong communication) and mindset (e.g., believes every student can succeed with the right tools).

Checklist: Tutor Job Description Guide

Template: Tutor Job Description (Word Document Available)

Website: Creating an Effective EEO (Equal Employment Opportunity) Statement: 16 Helpful Samples

Website: Are Your Job Descriptions Biased?

Example: Blue Engine Teaching Apprentice Job Description

  • Communicate professional expectations, including flexibility and adaptability.
  • Ensure transparency by specifying pay rates, benefits, and any additional incentives.
  • Position the role as an opportunity for growth, emphasizing professional development and leadership opportunities.
Recruitment and Selection Strategy
Key RecommendationsCorresponding Resources
  • Plan a recruitment strategy to share your job description utilizing a variety of platforms and local organizations designed to reach a diverse pool of candidates. Highlight financial benefits or future employment opportunities to attract qualified candidates.

Checklist: Developing a Recruitment Strategy

Example: Oakland Unified Tutor Prospectus

Example: Guilford County Tutor Recruitment Poster

Example: Guilford County Tutor Recruitment Process

  • Strengthen community connections by leveraging local organizations, universities, community networks, and tutor networks. District personnel may assist during the summer.
Research One-Pager: Recruiting College Students for Enriching Tutoring Jobs
  • Ensure accessibility with a simple, inclusive application process and outreach materials.
 
  • Implement scalable solutions like multiple application deadlines and a waitlist to maintain a steady tutor pipeline.
 
Competency-Based Selection Processes
Key RecommendationsCorresponding Resources
  • Establish selection criteria with observable measures.
Reading: Developing a Tutor Selection Strategy
  • Use a structured evaluation process with clear rubrics and multiple assessment methods (e.g., interviews, scenario-based tasks).
  • Set expectations and provide training for selection committees to counter implicit biases and prioritize equal and shared opportunity to hire the candidate that fits the tutor responsibilities most accurately.

Website: Implicit Association Test

Checklist: A Checklist for Sustaining Institution-Wide Racial Equity

Worksheet: Embedding Equity Mindedness

Tutor Background Checks
Key RecommendationsCorresponding Resources
  • Screen all tutors using at least two background checks, including federal, state, and district checks, and consult legal counsel to ensure compliance.
Reading: Tutor Screening and Background Check Guidance
  • Develop a clear, written screening policy outlining required checks, disqualifying criteria, and confidentiality protocols.
  • Include structured reference checks and align all screening practices, including practices required with your partner districts, and with equal opportunity and sustainability goals.

Planning for the Long Term
  • Use data and feedback from tutors and stakeholders to refine recruitment strategies, maintaining effectiveness iteratively.
  • Track screening status consistently and review policies regularly to stay current with legal requirements and program needs.
Tutoring Quality Standards and Self-Assessment Indicators
Take the free, 15-minute, and research-based Tutoring Organization Self-Assessment. This subsection addresses these tutoring quality standards and Self-Assessment indicators.
Tutor
Tutor Recruitment and Selection		The program has a clear recruitment and selection process that results in tutors with the skills and mindsets necessary to be successful in that program.
1a.1 | A recruitment strategy for recruiting tutors that are from diverse backgrounds and/or are representative of the identities of the students served by your program
1a.2 | Anti-bias training for talent/recruitment team to help counter implicit biases in the recruitment and hiring process
1a.3 | A tutor job description that is free from biased language and includes an Equal Opportunity Statement
1a.4 | A recruitment timeline with clear metrics and deadlines
1a.5 | A list of attributes (knowledge, skills, and mindsets) necessary for tutors to be effective and successful in their role with an emphasis on growth mindset and commitment to working with children
1a.6 | An interview process designed to gauge candidate attributes